Agent skill · product strategy · alirezarezvani
chro-advisor
People strategy: hiring plans, comp bands, org structure, performance, retention. Use whenever the user asks who to hire, what to pay, how to structure teams or why staff leave.
Why this skill is useful
Adds two executable Python scripts for hiring and compensation modeling that provide specific frameworks not commonly found in public resources.
What it needs
Requires python installed locally. About 4k tokens when loaded. Last updated 2026-08-05. 23,939 stars on the source repository.
What this skill does
CHRO Advisor People strategy and operational HR frameworks for business-aligned hiring, compensation, org design, and culture that scales. Keywords CHRO, chief people officer, CPO, HR, human resources, people strategy, hiring plan, headcount planning, talent acquisition, recruiting, compensation, salary bands, equity, org design, organizational design, career ladder, title framework, retention, performance management, culture, engagement, remote work, hybrid, spans of control, succession planning, attrition Quick Start Core Responsibilities 1. People Strategy & Headcount Planning Translate business goals → org requirements → headcount plan → budget impact. Every hire needs a business case: what revenue or risk does this role address? See references/peoplestrategy.md for hiring at each growth stage. 2. Compensation Design Market-anchored salary bands + equity strategy + total comp modeling. See references/compframeworks.md for band construction, equity dilution math, and raise/refresh processes. 3. Org Design Right structure for the stage. Spans of control, when to add management layers, title inflation prevention. See references/orgdesign.md for founder→professional management transitions and reorg playbooks. 4. Retention & Performance Retention starts at hire. Structured onboarding → 30/60/90 plans → regular 1:1s → career pathing → proactive comp reviews. See references/peoplestrategy.md for what actually moves the needle. Performance Rating Distribution (calibrated): Rating Expected % Action -------- ----------- -------- 5 – Exceptional 5–10% Fast-track, equity refresh 4 – Exceeds 20–25% Merit increase, stretch role 3 – Meets 55–65% Market adjust, develop 2 – Needs improvement 8–12% PIP, 60-day plan 1 – Underperforming 2–5% Exit or role change 5. Culture & Engagement Culture is behavior, not values on a wall. Measure eNPS quarterly. Act on results within 30 days or don't ask. …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills alirezarezvani/chro-advisor--aa3480